Some of My Best Hires Weren't the "Perfect Candidates"

Hiring is often described as an art and a science, but in my experience, it’s also an act of intuition. After interviewing countless candidates over the years, I’ve learned the best hires aren’t always the ones with perfect resumes, years of experience, or a laundry list of technical skills. Instead, they’re the ones who possess qualities that can’t be quantified on paper but prove invaluable in the long run. 

While experience and technical skills are important, they can often be taught. What can’t be taught are the values, attitudes, and intrinsic qualities that determine whether someone will succeed in the role and, more importantly, in your organization. My most successful hires have come from unexpected places, often lacking the "perfect" qualifications but excelling in every way that mattered most. 

The Qualities That Matter Most 

Through trial and error, I’ve come to value certain traits above all else when evaluating candidates. These are the characteristics that have proven to be the true predictors of success:

1. Curiosity The best hires are lifelong learners who are naturally inquisitive and open to exploring new ideas. Their curiosity drives them to ask thoughtful questions, seek out solutions, and continuously grow, making them adaptable in the face of evolving challenges.

2.  Drive A candidate with the determination to go above and beyond will always outperform someone with a perfect skill set but no ambition. Drive fuels innovation, inspires hard work, and ensures that the individual is constantly striving for excellence.

3.  Adaptability The workplace is constantly changing, and the ability to pivot, learn new skills, and grow with the role is invaluable. The best hires embrace change, finding opportunities to thrive rather than getting stuck in old ways of thinking.

4.  Collaboration Great employees understand the power of teamwork. They listen, contribute, and create an environment of mutual respect, ensuring that collective goals are achieved. Collaboration enhances creativity, strengthens relationships, and builds trust.

5. Empathy Empathy is the foundation of emotional intelligence. The ability to connect with others, understand their perspectives, and build meaningful relationships is a quality that enhances not only teamwork but also leadership potential.

6. Accountability Taking ownership of one’s actions is non-negotiable. Employees who follow through on commitments, admit mistakes, and continuously seek improvement are the backbone of any successful team.

7. Self-Motivation Proactivity is a trait that separates the good from the great. A self-motivated employee doesn’t wait to be told what to do — they take initiative and get things done with minimal supervision.

8. Creativity Innovation comes from creative thinkers who bring fresh ideas and new solutions to the table. A candidate who can think outside the box and approach problems with a unique perspective is worth their weight in gold.

9. Integrity Integrity isn’t just about doing the right thing — it’s about trust. Employees who act with honesty and transparency create a culture of respect and accountability, setting the tone for the entire team.

10. Resilience Challenges and setbacks are inevitable, but resilient employees approach them with a positive attitude and a problem-solving mindset. They bounce back stronger, turning obstacles into opportunities for growth. 

The Limitations of Resumes 

Resumes are often seen as the gateway to hiring, but they only tell part of the story. A piece of paper can list skills, achievements, and job titles, but it can’t show you how someone handles pressure, works with a team, or adapts to unforeseen challenges. 

Some of my best hires had resumes that didn’t stand out — candidates who came from unrelated fields, lacked formal education in the role, or even had gaps in their employment history. But during the interview, they demonstrated qualities like curiosity, drive, and integrity that convinced me to take a chance on them. Those chances paid off in ways I never could have predicted. 

Hiring for Potential, Not Perfection 

It’s tempting to search for the “perfect candidate” — someone who checks every box and has all the right credentials. But focusing too much on perfection can cause you to overlook exceptional individuals with untapped potential. 

When you hire for potential, you’re investing in someone’s ability to grow into the role, bring fresh perspectives, and contribute to your team in ways that go beyond their technical skills. You’re hiring someone who will adapt to your company’s culture, thrive in collaboration, and approach challenges with resilience and creativity. 

Teaching Skills, Not Values 

Most skills can be taught. With the right training, mentorship, and resources, an eager and motivated employee can master technical competencies and industry knowledge. However, values like empathy, accountability, and integrity are intrinsic. You can’t teach someone to care about their colleagues, take ownership of their work, or show up with a positive attitude every day.

By prioritizing qualities over qualifications, you’re building a team that is not only capable but also aligned with your organization’s mission and values. 

Do You Agree? 

The next time you’re faced with a stack of resumes, consider this: are you hiring for what someone already knows, or are you hiring for who they are and what they can become? While skills and experience are important, they’re not the end-all, be-all. The qualities that drive success — curiosity, drive, adaptability, collaboration, empathy, and more — are the ones that make the difference between a good hire and a great one. 

Some of my best hires weren’t the “perfect candidates,” but they turned out to be the best decisions I ever made. Would you take a chance on someone like that?